SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 91:

  A regional government office runs a media broadcasting station that is funded almost entirely by individual and corporate donations. An eight-person team is in charge of planning and coordinating the receipt of gifts including entertaining guests with the CEO and asking philanthropists for large contributions. The manager of the team is results-driven and has consistently led the team to achieve challenging goals for five years. The manager recently moved further away from the office to afford higher quality education. The manager sends an urgent email to the HR director indicating an immediate need to work remotely three days per week. The manager also wants to avoid commuting traffic and come into the office after 11 am. The office has a flexible schedule policy but it has not been reviewed in some time.

  The office is composed of salaried employees who manage production and operations and hourly shift-work employees who carry out facility maintenance and food service. What should the HR director do to ensure policy revisions are fair for all employees?

  A. Allow all office employees to utilize the telework option after receiving approval from their supervisors.
  B. Conduct an analysis to determine how the policy revision will affect both salaried and hourly staff members.
  C. Ask the CEO to identify the amount of telework that is likely to be approved for different positions.
  D. Review the current policy for telework options for salaried and hourly staff members.
  B. Conduct an analysis to determine how the policy revision will affect both salaried and hourly staff members.

• Question 92:

  A new Director has arrived to manage an HR department that became dysfunctional under the previous director. What should the new Director do first?

  A. Meet individually with all employees and clarify her expectations for their performance and interactions.
  B. Assemble the entire department and describe the engagement levels that are required for a functional department.
  C. Talk to members of the department separately to understand the needs of the department.
  D. Detail internal customer service metrics and measures to be met by the teams.
  C. Talk to members of the department separately to understand the needs of the department.

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  The first step is often a needs analysis (what is needed?) while the most important step is often obtaining senior management's approval. Since the HR director is new to the department, she needs to first learn about the employees' needs individually, and as a group. She can then provide the type of leadership the group needs. It is important to begin with a needs assessment what is and what should be, determine the gap between current realities, and desired results before proffering a solution.

• Question 93:

  The OECD Guidelines for Multinational Enterprises:

  A. is the only comprehensive global guidelines of corporate conduct endorsed by governments.
  B. are a set of 8 general principles on sustainability and environmentally responsible business conduct.
  C. are audited global standards for socially responsible and ethical business.
  D. established the tenets of moral capitalism and global consumer protection.
  A. is the only comprehensive global guidelines of corporate conduct endorsed by governments.

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  The OECD Guidelines cover issues such as human rights, environment, labor, anti-bribery, corporate governance, disclosure, supply chain management, and taxation. The guidelines are the only multilaterally agreed and comprehensive code of responsible business conduct that governments have committed to promoting.

• Question 94:

  A firm should consider vertical integration when:

  A. the firm's suppliers of raw materials are often unable to maintain quality standards.
  B. customer needs are evolving.
  C. the firm's suppliers willingly cooperate with the firm.
  D. the competitive situation is highly volatile.
  A. the firm's suppliers of raw materials are often unable to maintain quality standards.

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  A firm should consider vertical integration when the firm's suppliers of raw materials are often unable to maintain quality standards.

• Question 95:

  After a compensation study, the HR director learns that newly hired nurses have been paid higher wages than incumbent nurses for the past three years. Which is a cause for internal pay compression?

  A. The market is flooded with highly qualified candidates for nursing positions.
  B. The company has not adjusted pay ranges in light of changes in the market.
  C. The company has not offered a cost-of-living increase recently.
  D. The company allows managers to make salary decisions independent of HR.
  B. The company has not adjusted pay ranges in light of changes in the market.

• Question 96:

  A company's CEO will address all employees on the closing down of the call center operations as a result of outsourcing. The HR business partner (HRBP) was tasked to help the CEO craft the message and accompanying presentation. Who is considered the source in this situation?

  A. The HRBP
  B. The CEO
  C. All employees
  D. The company
  B. The CEO

• Question 97:

  An HR business partner (HRBP) in a large organization has recently been dealing with various issues with the chief human resource officer (CHRO). The HRBP reports to the CHRO. The CHRO does not consistently and clearly communicate information regarding business and strategic issues to the HRBP. The lack of communication has been presenting problems, as the HRBP's internal clients look to the HRBP for information and guidance on all HR topics and initiatives. As a result, the HRBP is often uninformed and unable to assist the clients. The lack of communication and transparency by the CHRO has been negatively impacting the HRBP and the HRBP's clients. The HRBP spends a lot of time trying to get information and often is unprepared to address client issues. In some cases, clients have received HR-related information ahead of the HRBP. Unfortunately, the CHRO has operated in this manner for years, with HR employees often feeling isolated from information and not feeling like they are part of a coherent unit. Despite this, the CHRO has expressed to the HRBP a belief that they have a very effective working relationship with one another.

  The HRBP wants to provide suggestions to the organization's executives about how to improve communication within the company, but the CHRO does not include the HRBP in strategic discussions that the CHRO has with other executives. What should the HRBP do?

  A. Write an email to the CHRO explaining the suggestions of the HRBP.
  B. Schedule a meeting with the CHRO to explain the HRBP's suggestions.
  C. Email the CHRO asking if the HRBP may attend the next strategic discussion meeting.
  D. Meet with other executives informally to share the HRBP's suggestion.
  B. Schedule a meeting with the CHRO to explain the HRBP's suggestions.

• Question 98:

  What is revealed when leaders see a danger but decide not to address it?

  A. Risk avoidance
  B. Risk mitigation
  C. Risk tolerance
  D. Risk culpability
  C. Risk tolerance

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  Risk tolerance is the amount of risk that an employer is comfortable taking or the degree of uncertainty that an employer is able to handle. Risk tolerance is a more specific measure of the degree of uncertainty that an investor is willing to accept. risk tolerance is level of the willingness of one to endure variability and volatility in investments, and how it can impact a business.

• Question 99:

  What is the term for a cultural vision that holds that there are no absolutes and everything is based on the situation?

  A. Cultural imperialism
  B. Cultural determinism
  C. Cultural relativism
  D. Cultural universalism
  C. Cultural relativism

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  Cultural relativism states that because cultures vary so greatly, there are no absolutes. Everything varies based on the situation. Cultural determinism is the belief that the culture in which we are raised determines who we are at emotional and behavioral levels. Cultural imperialism is the imposition by one politically or economically dominant community of various aspects of its own culture onto another non- dominant community. Cultural universalism implies that it is possible to apply generalized norms, values, or concepts to all people and cultures, regardless of the contexts in which they are located. It is the view that the values, concepts, and behaviors characteristic of diverse cultures can be viewed, understood, and judged according to universal standards it rejects cultural relativism.

• Question 100:

  During an organizing campaign, an employer can legally:

  A. provide preferential treatment to one union over another.
  B. explain that the company has the right to permanently replace workers who are participating in economic strikes
  C. take an active part in a union committee that represents employees
  D. question employees about union membership or activities
  B. explain that the company has the right to permanently replace workers who are participating in economic strikes

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  An employer is free to accurately point out the strike history of the union under consideration and the economic and legal consequences of strikes. The employer can also tell employees that strikes occur regularly in the process of collective bargaining and that the employer has the right to replace economic strikers permanently